Human Resource Information Systems Hris

HUMAN RESOURCE INFORMATION SYSTEMS

Welcome!

(HRIS)

WORKSHOP FACILITATOR: MINHAS

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LEARNING OBJECTIVES OF SESSION UNDERSTAND THE RELATIONSHIP

BETWEEN STRATEGIC HRM AND HRIS •

UNDERSTAND THAT AN EFFECTIVE HRIS FACILITATES THE ACHIEVEMENT OF HRM OBJECTIVES

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IMPROVE SERVICE STANDARDS THROUGH HRIS

ACTIVITY •

LIST DOWN THE FUNCTIONS / ACTIVITIES OF HRM

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WHAT DO YOU UNDERSTAND BY HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

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TELL US 3 ADVANTAGES OR DISADVANTAGES OF HRIS BASED ON YOUR UNDERSTANDING OF HRIS

WE NOW HAVE THE TECHNOLOGY TO ALLOW US TO REDUCE HR ADMINISTRATION AND TO PROVIDE IMPROVED LEVELS OF SERVICE TO OUR INTERNAL CUSTOMERS. IT IS OUR CHALLENGE TO EMBRACE NEW TECHNOLOGY AND TO FINALLY STEP OUT OF OUR PERSONNEL ADMINISTRATION HISTORY TO A PLACE OF LEADERSHIP.

Rob Sharp, HR Consultant, Employee Connect

Your Resume Looks Great, You Have More Than enough experience And I Think You’d be Perfect For The VP Of HR Job!

Before I Welcome You Aboard, Do You Have Any Questions?

Yes…… What Is

HR?

DEFINITION OF HRIS

HRIS IS ANY ORGANIZED APPROACH FOR OBTAINING RELEVANT AND TIMELY DATA ON WHICH TO BASE HUMAN RESOURCE MANAGEMENT DECISION

DEFINITION OF HRIS THE HRIS SHOULD BE DESIGNED TO PROVIDE INFORMATION THAT IS: TIMELY:

A MANAGER MUST HAVE ACCESS TO UPTO-DATE INFORMATION

ACCURATE:

A MANAGER MUST BE ABLE TO RELY ON THE ACCURACY OF THE INFORMATION PROVIDED

CONCISE:

A MANAGER CAN ABSORB ONLY SO MUCH INFORMATION AT ANY ONE TIME

RELEVANT:

A MANAGER SHOULD RECEIVE ONLY THE INFORMATION NEEDED IN A PARTICULAR SITUATION

COMPLETE:

A MANAGER SHOULD RECEIVE COMPLETE, NOT PARTIAL, INFORMATION

Human Resources Roles Are Changing

Maitaining Records

Current 5 - 7 years ago 15.0% 22.0%

Difference

12.0%

19.0%

Significant Decrease

31.0%

35.0%

Significant Decrease

19.0%

13.0%

Significant Increase

23.0%

11.0%

Significant Increase

Collect, track and maintain data on employees

Auditing / Controlling Ensure compliance to internal operations, regulations, legal and union requirements

HR Service Provider Assist with implement and administration of HR practices

Practice Development Develop new HR systems and practices

Strategic Business Partner Member of the management team. Involved with strategic HR planning, organisation design and strategic change

Significant Decrease

A study by the Center for Effective Organisations, University of Southern California, and The Human Resources Planning Society.

HRIS Overview The big picture - reasons for change

Savings

Complexity

World-class HR

Duplication

Inconsistencies

Poor accessibility

Inefficient paper-driven process

IDENTIFY NEEDS OF DATABASE MANUAL / AUTOMATE

MODULES OF HRIS • • • • • • • • • •

PAYROLL COMPENSATION ADMINISTRATION BENEFITS ADMINISTRATION EXPATRIATE MANAGEMENT TRAINING & DEVELOPMENT CAREER PLANNING & DEVELOPMENT HR PLANNING PERFORMANCE APPRAISAL ATTENDANCE SELECTION / RECRUITMENT PAYROLL

CAREER PLANNING & DEVELOPMENT

COMPENSATION ADMINISTRATION

BENEFITS ADMINISTRATION

HR PLANNING

HRIS INTEGRATED DATABASE

PERFORMANCE APPRAISALS

EXPATRIATE MANAGEMENT

SELECTION / RECRUITMENT

TRAINING & DEVELOPMENT

ATTENDANCE

MODULES OF HRIS PAYROLL

CAREER PLANNING & DEVELOPMENT

COMPENSATION ADMINISTRATION

BENEFITS ADMINISTRATION

HR PLANNING

HRIS INTEGRATED DATABASE

EXPATRIATE MANAGEMENT

PERFORMANCE APPRAISALS

SELECTION / RECRUITMENT

TRAINING & DEVELOPMENT

ATTENDANCE

Personal Details Checking your personal details Personal contact number

Address

Emergency contact number

Academic qualifications Benefits

Marital status Dependencies

Payroll bank account

THE AUTOMATED HR MACHINE SELF SERVICE CONCEPT • • • • • • • • •

EMPLOYEE / MANAGER SELF-SERVICE E-LEARNING RETIREMENT CALCULATORS LOAN CALCULATORS PERFORMANCE MANAGEMENT DECISION-MAKING TOOLS POLICIES AND PROCEDURES RECRUITMENT AND SELECTION CAREER MANAGEMENT

AUTOMATE RESUME TRACKING PROCESS

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RECEPTION OF APPLICATION

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PRESCREENING RESUMES

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CORRESPONDENCE

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APPLICATION FORM

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TESTS

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PRELIMINARY INTERVIEW

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ISSUANCE OF LETTERS LIKE MEDICAL, OFFER, ETC

CASE STUDY A MATTER OF PRIVACY YOUR COMPANY HAS RECENTLY REVAMPED ITS HRIS. PAYROLL AND HR RECORDS ARE NOW INTEGRATED INTO ONE DATABASE. ALTHOUGH ACCESS TO CONFIDENTIAL HR INFORMATION IS RESTRICTED, SOME SEMIPRIVATE INFORMATION SUCH AS THE EMPLOYEE’S NAME, ADDRESS AND TELEPHONE NUMBER CAN BE ACCESSED ONLINE BY ALL SUPERVISORS. EMPLOYEES CAN ALSO ALTER THEIR OWN PERSONNEL RECORDS (FOR E.G. CHANGES OF ADDRESS, TELEPHONE NUMBERS OR NUMBER OF DEPENDENTS). EMPLOYEES LIKE THE NEW SYSTEM BECAUSE IT MEANS THAT THEY KNOW THEIR PERSONNEL FILES ARE UP TO DATE AND THAT INFORMATION IS READILY AVAILABLE IN AN EMERGENCY. FURTHERMORE, THE NEW SYSTEM HAS RESULTED IN CONSIDERABLE IMPROVEMENTS IN HR RECORD KEEPING AND THE ABILITY OF THE HR DEPARTMENT TO GENERATE MORE USEFUL MANAGEMENT REPORTS. HOWEVER, AN EMPLOYEE IN THE SALES DEPARTMENT IS EXTREMELY UPSET; SHE HAS BEEN RECEIVING OBSCENCE PHONE CALLS AND BLAMES THE NEW HRIS. SHE ALLEGES THAT THE CALLER MUST BE SOMEONE FROM THE COMPANY BECAUSE HER NUMBER IS UNLISTED

CASE STUDY A MATTER OF PRIVACY

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SHOULD INFORMATION SUCH AS TELEPHONE NUMBERS BE AVAILABLE TO OTHER EMPLOYEES?

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WHICH IS MORE IMPORTANT - THE COMPANY’S NEED TO COLLECT JOB-RELATED INFORMATION OR AN EMPLOYEE’S RIGHT TO PRIVACY?

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SHOULD EMPLOYEES BE ALLOWED TO CHANGE THEIR OWN FILES?

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WHICH PERSONNEL DATA SHOULD BE CLASSIFIED (A) RESTRICTED AND (B) UNRESTRICTED?

QUESTION / ANSWER SESSION

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